From November 2024, Spaniards over 52 who combine their unemployment subsidy with a full-time job will see SEPE stop contributing to their pension. The change affects how future pensions are calculated and alters the financial landscape for older jobseekers.
Spaniards aged 52 and above who receive the unemployment subsidy face a significant shift if they accept a full-time job. Under new rules in force since November 2024, the Servicio Público de Empleo Estatal (SEPE) suspends its pension contributions for these beneficiaries during periods when the subsidy is combined with full-time employment. This adjustment, implemented through the Complemento de Apoyo al Empleo (CAE), directly impacts how future pensions are calculated for thousands of older workers.
Previously, SEPE continued to pay pension contributions based on 125% of the minimum base salary, even when recipients worked. These contributions counted towards the calculation of the eventual retirement pension and could help meet the requirements for early retirement. However, with the introduction of the CAE, this support is paused for those who take up full-time contracts. Instead, only the employer's contributions, based on the actual salary, are counted during this period. The worker remains protected, but the base for future pension calculations may change, depending on the new job's salary.
Partial vs. Full-Time Work
The distinction between full-time and part-time work is now crucial. If a beneficiary accepts a part-time job, SEPE continues to contribute, but the amount is reduced in proportion to the hours worked. Both the public contribution and the employer's payment coexist, ensuring a broader base for pension calculations. In contrast, full-time employment means SEPE's contribution stops entirely for the duration of the CAE, and only the employer's payments apply.
The financial impact is not limited to pension contributions. The amount of the subsidy itself also changes. For full-time workers, the CAE payment starts at €480 per month in the first quarter and drops to €120 from the fifth quarter onward. For part-time workers, the amount varies between €450 and €30, depending on the percentage of hours worked and the time elapsed. Once set, the amount does not change if the working hours are later adjusted.
Duration and Suspension
The CAE can be received for a maximum of 180 days, whether consecutively or spread across several contracts. Each day of CAE use reduces the total duration of the original subsidy. If the employment ends before the 180 days are used, the beneficiary must notify SEPE within 15 working days. After the 180-day limit, if the job continues, the subsidy is suspended. It can only be resumed if the person becomes legally unemployed again and still meets the requirements. Importantly, the same subsidy cannot be combined with another job after the 180 days, even if those days were split across multiple contracts.
Eligibility and Requirements in 2026
In 2026, the standard subsidy remains €480 per month, equivalent to 80% of the IPREM (€600). Applicants must not exceed a personal income limit of €915.75 per month, which is 75% of the minimum wage. The calculation excludes the proportional part of extra payments. During the CAE, the compatible salary is not counted for future renewals or extensions. The right to the subsidy can be maintained until reaching the legal retirement age.
To qualify, applicants must be at least 52 years old and have either exhausted their contributory unemployment benefit since November 2024 or be in a legal unemployment situation with at least 90 days of contributions. They must be fully unemployed or working part-time at the time of application, meet all retirement requirements except age, and have at least six years of unemployment contributions in Spain. Annual income declarations are mandatory and must be submitted within 15 working days every twelve months; failure to do so interrupts both payment and SEPE contributions.
This change, as reported by Talent24h, marks a significant adjustment in Spain's approach to supporting older jobseekers. It places greater emphasis on the terms of new employment contracts and may influence decisions for those considering a return to the workforce after 52.
